Work Life Balance of Women Employees

Work Life Balance of Women Employees

Sadanand Kadam (09020242033)Saurabh Walke (09020242034)

Raj Saxena (09020242035)Susrita Sen (09020242036)

Yogesh Sharma (09020242037)MBA-AB

Symbiosis Institute of International Business

Work Life Balance

Work-life balance is about being able to maintain a balance between work and personal responsibilities on all fronts:

– Work and family

– Work and personal fulfillment

– Work and social and community responsibility

Work Life Balance is not a new concept

THE MACHINE AGE THE INDUSTRIAL AGE THE NETWORKED AGE

Stress High Higher Highest

Work-Life Balance

You went to work-life started only

when you go home

Not only are people working at work, but

also at home

24 hours workdays split into compartments dedicated for ‘life’

Women & Work

The worked and women tended the

house

Both men and women worked, and women

still tended the house

Both men and women work and tend to the

house

The Changing Equations of New Era

Work Life Balance of Women Employees• Can women be both sharers and careers?

• Often, working women drop out of the work force when they are doing well, simply because they wanted to stay at home with their children, or care for an ageing parent.

• And then there are women who have children later in life because they want to work for reasons of personal satisfaction or for the money.

• So, can a woman have it all?

Work-Life Balance does not mean an equal balance.

The Work Life Pendulum

Why WLB is Important to Women?• Today's career women are continually challenged by the

demands of full-time work and when the day is done at the office, they carry more of the responsibilities and commitments to home.

• The majority of women are working 40-45 hours per week and 53% are struggling to achieve work/life balance.

• Women reported that their lives were a juggling act that included multiple responsibilities at work, heavy meeting schedules, business trips, on top of managing the daily routine responsibilities of life and home.

• Successfully achieving work/life balance will ultimately create a more satisfied workforce that contributes to productivity and success in the workplace

Work – Life is a Cycle

Survey

• To understand the work life balance of working women we conducted a survey (the questionnaire is attached with the document).

• We targeted a sample of 50 working women of all age groups, married to unmarried, women with or without children.

• The survey was conducted among our friends and relatives and other linked women along with faculty and staff of our college.

• The objective of the survey was– To understand the work life schedule of women– To understand the problems faced by them– To find what women want to balance their work - life

Survey – Part I

How many days in a week do you normally work? How many hours in a day do you normally work?

Are you married?Do you have children?

Survey – Part I

Do you generally feel you are able to balance your work life?

Survey – Part I

What problems women face?

Survey – Part II

How do you feel about the amount of time you spend at work?

Do you ever miss out any quality time with your family or your friends because of pressure of work?

Does your company have a separate policy for work-life balance?

Survey – Part II

Do you ever feel tired or depressed because of work?

If, yes what are the provisions under the policy?

Survey – Part II

What Women Want?

If, yes what are the provisions under the

policy?

Survey – Part III

Do you personally feel any of the following will help you to balance your work life?

Do any of the following help you balance your work and family

commitments?

Survey – Part III

Do you take special initiatives to manage your diet?

Do you feel work life balance policy in the organization should be customized to

individual needs?

Survey – Part III

Do you think that if employees have good work-life balance the organization will be

more effective and successful?

HUMAN FACTORS & STYLES OF WORKING CONTRIBUTE TO HAPPY WORK LIFE

PHYSIOLOGICAL FITNESS OF INDIVIDUAL

OXYGEN IN TAKE CAPACITY

SEX

BODY BUILD

AGE

MASCULAR WORK

POSTURE

CLOTHING

FOOD HABITS

HYGIENIC HABITS

WORK ENVIRONMENT

OCCUPATIONAL WORK LOAD

PSYCHOLOGICALATTITUDE

APTITUDE

FRUSTRATION

CONFLICT

MORALE

INDIVIDUAL DIFFERENCES

MOTIVATION

SKILL AND TRAINING NEEDS

JOB SATISFACTION

FATIGUE

BOREDOM

MONOTONY

FATIGUE• PHYSIOLOGICAL DEPLETION

• DECREASED CAPACITY FOR WORK

• CONSCIOUS INABILITY

• RESULT OF TOO MUCH WORK CHALLENGES

• SPIRIT IS WILLING BUT FLESH IS WEAK

• DESIRE FOR REST

• SOMEWHAT MEASURABLE

BOREDOM• MENTAL DULLNESS• DECREASED INTEREST IN

WORK• FEELING OF INCAPACITY• RESULT OF ABSENCE OF

WORK CHALLENGES• FLESH IS WILLING BUT THE

SPRIT IS WEAK• DESIRE FOR CHANGE• DIFFICULT TO MEASURE

Top 5 Strategies to Strike a Balance• Budget your time both in and out of the office - Schedule your time

efficiently at work. Put yourself on your calendar and take some time for you and your family / friends. Leave work on time at least three days per week - There are times when working late just can't be helped, but schedule your time to leave on time three days per week.

• Control interruptions and distractions - Stay focused while in the office, and budget your time effectively. Try to schedule a block of time during the day without meetings when you can focus on your tasks with minimal interruptions.

• Explore the availability of flex-time – Research flex-time options within your organization.

• Seize the weekend - Plan your time off

• Schedule activities with family and friends, a weekend trip, or just something fun. Make your time away from work count!

Framework for successful WLB in Organizations• Identify the key need or reason for introducing WLB policies.

• Build the commitment to Work-Life Balance Policies into the organization ' s vision or value statement

• Set up a Work-Life Balance Task Force Examine current practices in the organization

• Hold joint discussions with employees to evolve policies, while also identifying possible barriers

• Communicate policies through handbooks, newsletters, Intranet and other forms of communication

• Hold workshops to help Managers implement and manage policies

• Begin with a few "quick win" policies

Employers can facilitate WLB with many schemes• Facilities for child care

• Flexi-timings

• Work sharing

• Part time employment

• Subsidized food plans

• Insurance plans

• Financial planning services for employees who need them

Employers can facilitate WLB with many schemes• Leave plans - both paid and unpaid - to suit employee's

needs

• Counseling services for problems like managing work and the home

• Rest rooms, food preparation services

• Jobs with autonomy and flexibility

• Realistic work loads

• Review of work processes to see if the burden on employees can be lightened Maintaining dialogue with the employees and considering their suggestions on a continuous basis

Initiatives taken by cottage industries• Many cottage industries has taken several measures

in order to solve the problems of working women. These include:

– Baby sitting.– Play school.

Conclusion

• Work/life programs have the potential to significantly.

• Improve employee morale, reduce absenteeism

• Retain organizational knowledge, particularly during difficult economic times.

• Single mothers who are trying to raise their children and make a living.

• Work/life programs offer a win-win situation for employers and employees

Thank You